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Among the major worker groups, the unemployment rates for adult men (4.0%), adult women (3.7%), teenagers (12.9%), Whites (3.8%), Blacks (6.3%), Asians (3.0%) and Hispanics (5.2%) showed little or no change over the month.

The human elements and sometimes-intangible factors associated with a cost-benefit analysis of total rewards will likely lead to imperfect results that will need to be analyzed in context; don’t assume your findings will be black-and-white, Boudreau and Luitjens said.

For instance, when considering a white-collar, salaried job, a younger employee may be more likely to turn down an opportunity at a company that does not align with that candidate’s political or personal beliefs, Bonchev said.

While the Fair Labor Standards Act (FLSA) includes an array of exemptions from minimum wage and/or overtime requirements, most misclassification issues that land in court involve the “white collar” exemptions (executive, administrative, professional, computer, and outside sales).

However, a new White House administration adds uncertainty from a regulatory and macroeconomic standpoint.

According to Kyle White, an associate at CAP, there is still a “meaningful opportunity” for increases in director compensation within leadership roles, such as a lead director or a committee chair, where the time required for those additional responsibilities is often not fully reflected in the current pay.

“But, controlling for those factors, do you see differences between men versus women or people of color or whatever the other group might be that you’re looking at?”

Moreover, according to the Institute for Women’s Policy Research , Latina women face the largest pay gap, earning 59% of what white men earn.

All things considered, the choice between an executive bonus and a sales compensation plan is not black and white.

Experts warn against painting a broad-strokes, black-and-white picture that puts such power solely on one side or the other.